{"id":42410,"date":"2025-05-22T13:24:58","date_gmt":"2025-05-22T13:24:58","guid":{"rendered":"https:\/\/www.guardpass.com\/resources\/?p=42410"},"modified":"2025-05-22T13:25:03","modified_gmt":"2025-05-22T13:25:03","slug":"5-common-job-ad-mistakes","status":"publish","type":"post","link":"https:\/\/www.guardpass.com\/resources\/5-common-job-ad-mistakes\/","title":{"rendered":"5 Common Job Ad Mistakes Security Employers Make (& How to Fix Them)"},"content":{"rendered":"\n

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Writing a compelling job advert is one of the most important parts of hiring in the security industry\u2014but it\u2019s also one of the most overlooked. For companies looking to attract SIA-licensed guards, poor job adverts are often the reason high-quality candidates scroll past or fail to apply.<\/p>\n\n\n\n

So what\u2019s going wrong? In this blog, we\u2019ll walk through five of the most common job ad mistakes, with a practical job advert example for each, plus expert guidance on how to write job ads<\/a> that get real results.<\/p>\n\n\n\n

Want to skip the guesswork? Use GuardHire<\/a> to access high-performing job templates and post ads directly to thousands of licensed security workers.<\/p>\n\n\n\n

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1. Being Too Vague or Generic with the Job Title<\/strong><\/h2>\n\n\n\n

When you post an ad titled “Security Guard Wanted,”<\/em> you may think it covers your bases. But in reality, that kind of vague language fails to speak to the guard\u2019s actual experience, setting, or job expectations.<\/p>\n\n\n\n

A job title is one of the most heavily weighted elements in job search algorithms. If it doesn\u2019t match what the candidate is searching for, they\u2019ll never see it, or they\u2019ll ignore it if it seems low-effort.<\/p>\n\n\n\n

Job Advert Example:<\/h3>\n\n\n\n

Low Impact: <\/strong>Security Staff Needed<\/p>\n\n\n\n

Recommended: <\/strong>SIA-Licensed Retail Security Officer \u2013 Full-Time | Central Birmingham<\/p>\n\n\n\n

This instantly tells the candidate what kind of job it is, what licence is required, and where they\u2019ll be working.<\/p>\n\n\n\n

Pro-tip:<\/strong> Use specific terms like Door Supervisor<\/em>, Corporate Security Officer<\/em>, or Event Security Guard<\/em> to help the right candidates self-identify and apply faster.<\/p>\n\n\n\n

2. Leaving Out Salary and Benefits Information<\/strong><\/h2>\n\n\n\n

According to a recently published Reuters article<\/a>, 71% of UK job ads include salary details, the highest proportion among major European countries. This reflects a steady rise from 48% in 2019, indicating that including salary information in job postings is becoming more common and may enhance engagement from job seekers.<\/p>\n\n\n\n

Failing to mention compensation isn\u2019t just unhelpful; it can come across as evasive or disorganised.<\/p>\n\n\n\n

Job Advert Example:<\/h3>\n\n\n\n

Low Impact: <\/strong>Pay negotiable. Apply for details.<\/p>\n\n\n\n

Recommended: <\/strong>\u00a312.50\/hour + overtime pay | Uniform provided | Weekly shift rota | Paid breaks<\/p>\n\n\n\n

This transparency improves trust and reduces unqualified applications, saving everyone time.<\/p>\n\n\n\n

3. Missing Licence and Vetting Requirements<\/strong><\/h2>\n\n\n\n

In the security industry, compliance is non-negotiable. If your ad doesn\u2019t explicitly mention the required SIA licence, right to work, or BS7858 vetting, you\u2019ll waste time sifting through applicants who aren\u2019t qualified.<\/p>\n\n\n\n

Even worse, you may inadvertently invite legal or reputational risk by onboarding someone who shouldn\u2019t have been considered.<\/p>\n\n\n\n

Job Advert Example:<\/h3>\n\n\n\n

Low Impact: <\/strong>Must be qualified and ready to start.<\/p>\n\n\n\n

Recommended: <\/strong>SIA Door Supervisor licence required. Candidates must be eligible to work in the UK. BS7858 screening will be completed before they start work.<\/p>\n\n\n\n

If you’re not sure what BS7858 vetting includes, check out our comprehensive guide on BS78588 screening steps<\/a> and details. Also, check out GuardCheck<\/a> to learn how it can help you accelerate security vetting<\/a>.<\/p>\n\n\n\n

4. Using Corporate Jargon or Overly Formal Language<\/strong><\/h2>\n\n\n\n

Security guards aren\u2019t looking for \u201cdynamic synergistic operational stakeholders.\u201d Yet many job ads still sound like internal policy memos, not real human conversations.<\/p>\n\n\n\n

When you use unclear or inflated language, you risk sounding tone-deaf or disconnected from the real demands of the job.<\/p>\n\n\n\n

Job Advert Example:<\/h3>\n\n\n\n

Low Impact: <\/strong>We are seeking a punctual, detail-oriented self-starter to operationalise site-level security assets.<\/p>\n\n\n\n

Recommended: <\/strong>We\u2019re looking for a reliable guard to monitor entrances, support staff safety, and respond to incidents as needed.<\/p>\n\n\n\n

Straightforward language builds rapport and attracts better cultural matches, especially in frontline roles where clarity matters.<\/p>\n\n\n\n

5. Not Describing the Work Environment Clearly<\/strong><\/h2>\n\n\n\n

One of the most overlooked job posting guidelines is failing to explain where the job takes place and what it’s like. Guards want to know if they\u2019ll be indoors, outdoors, in retail, nightlife, high-risk, or quiet office spaces.<\/p>\n\n\n\n

Without this, you increase the likelihood of mismatched expectations, dissatisfaction, and early turnover.<\/p>\n\n\n\n

Job Advert Example:<\/h3>\n\n\n\n

Low Impact: <\/strong>Various shifts available.<\/p>\n\n\n\n

Recommended: <\/strong>Evening shifts (6 PM \u2013 2 AM) at a popular city nightclub. High foot traffic, queue management, and incident response involved. Team-based security support.<\/p>\n\n\n\n

This paints a picture and helps the candidate assess if the job suits their skills and availability.<\/p>\n\n\n\n

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Quickfire Job Posting Guidelines for Security Roles<\/strong><\/h2>\n\n\n\n

To help you quickly level up your hiring game, here\u2019s a recap of top job posting guidelines:<\/p>\n\n\n\n